Spring 2021 I-O Psychology @ Baruch Newsletter | Spring 2021

Industrial-Organizational Psychology Newsletter | Spring 2021 I-O Psychology @ Baruch Newsletter | Spring 2021

Dear Baruch I-O Psychology Community, Table of Contents Page Newsletter Welcome 1 This year has been fraught with unexpected challenges and filled with Ways to Stay Connected 1 new hope. In the fall, CUNY campuses settled into our “new normal,” operating fully remotely. Instructors innovated to develop supportive Greeting Message 2 online classrooms. Students pivoted to virtual learning formats. Leaders Reading Corner 2 and administrators created support systems from afar. Now, as Life Events and Photos 3 vaccination efforts gain traction across the country, we all wait to see what Introducing the New Ph.D. Cohort 4 happens next—but it is clear that we can, have, and will continue to adapt. Ph.D. Milestones 5 Professional Acoomplishments 5

As a new faculty member, I did not know what to expect during such an MSIO 2020 Graduates 5 unprecedented time. When I accepted the position as assistant professor Awards and Grants 6 in 2019, a global pandemic seemed only a distant possibility. Since then, Student Award Spotlight: 6 however, I-O@Baruch has responded to trying times with impressive Desmond Leung resilience. We have continued our record of producing quality scholarly Faculty Spotlight: 7 work, publishing journal articles and obtaining funding. We have Harold Goldstein engaged with the greater scientific community, maintaining our upward Post-Doc Spotlight: 8 trend of SIOP acceptances (even during its first virtual conference). Manny Gonzalez Importantly, we have upheld the traditions and milestones that bring us Ph.D. Alumni Spotlight: 9 together. Students successfully proposed and defended theses and Ayanna Cummings dissertations. As a program, we convened for weekly Brown Bags and MSIO Alumni Spotlight: 10 regul ar happy hours. Together, the department coordinated a successful Bridget Hanley visiting weekend for prospective students. I-O@Baruch warmly MSIO Alumni Spotlight: 11 welcomed our new cohorts of students and me—and for that, we are Sarah Tepper grateful. MSIO Alumni Spotlight: 12 Kevin Blake Thanks to the efforts of our stellar newsletter team, this issue highlights Presentations both outstanding achievements and daily victories. It is my sincere hope SIOP 13 that we will be able to celebrate these events, in person, soon. Until then, Other Conferences 15 I-O@Baruch continues to be our community, keeping us connected. Publications 18 Warmly, Summer Recommendations 20 Julie Dinh, Ph.D.

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1 Welcome to the Industrial-Organizational Psychology Newsletter

Welcome from the Newsletter Team

Wel come to the sev enth edi tion of t he Baruch College Industrial-Organizational Psychology Newsletter! We are happy to once again provide you with an update on the exciting things happening at Baruch with our students, faculty, and alumni. In this newsletter, we’ll be sharing the latest news on the program’s poster presentations, publications, awards, and other special recognitions, as well as thesis, dissertation, and comprehensive exam completion announcements.

This year the Newsletter Team is comprised of Dr. Julie Dinh, fourth year Alessa Natale, third years Yuliya Cheban and Shivani Shah, second year Liz Weglarz, and first year Dina Fleyshmakher.

Reading Corner Quarantine gave us all some time to catch up on reading! We’re sharing some of our faculty’s current favorite reads.

Zhiqing (Albert) Zhou Manny Gonzalez Charles Scherbaum Podsakoff, N. P., Spoelma, T. M., Chawla, N., & Kniffin, K. M., Narayanan, J., Anseel, F., Adler, S., Campion, M., Colquitt, A., Grubb, A., Gabriel, A. S. (2019). What predicts within- Antonakis, J., Ashford, S. P., Bakker, A. B., ... & Murphy, K., Ollander-Krane, R., & Pulakos, E. person variance in applied psychology Vugt, M. V. (2021). COVID-19 and the D. (2016). Getting rid of performance ratings: constructs? An empirical examination. Journal workplace: Implications, issues, and insights Genius or folly? A debate. Industrial and of Applied Psychology, 104(6), 727. DOI: for future research and action. American Organizational Psychology, 9(2), 219-252. DOI: 10.1037/apl0000374 Psychologist, 76(1), 63. DOI: 10.1017/iop.2015.106 10.1037/amp0000716 Julie Dinh Kraiger, K., & Ford, J. K. (2020). The Science of Boykin, C. M., Brown, N. D., Carter, J. T., Langer, M., Oster, D., Speith, T., Hermanns, Workplace Instruction: Learning and Dukes, K., Green, D. J., Harrison, T., ... & H., Kästner, L., Schmidt, E., Sesimg, A., & Development Applied to Work. Annual Williams, A. D. (2020). Anti-racist actions and Baum, K. (2021). What do we want from Review of Organizational Psychology and accountability: not more empty Explainable Artificial Intelligence (XAI)?–A Organizational Behavior, 8. DOI: promises. Equality, Diversity and Inclusion: An stakeholder perspective on XAI and a 10.1146/annurev-orgpsych-012420-060109 International Journal. DOI: 10.1108/ conceptual model guiding interdisciplinary EDI-06-2020-0158 XAI research. Artificial Intelligence, 296, Potočnik, K., Anderson, N. R., Born, M., 103473. DOI: 10.1016/j.artint.2021.103473 Kleinmann, M., & Nikolaou, I. (2021). Paving Starck, J. G., Sinclair, S., & Shelton, J. N. (2021). the way for research in recruitment and How university diversity rationales inform Elliott Larson selection: recent developments, challenges and student preferences and outcomes. Proceedings Glerum, D. R., Joseph, D. L., McKenny, A. F., future opportunities. European Journal of of the National Academy of Sciences, 118(16). & Fritzsche, B. A. (2020). The trainer matters: Work and Organizational Psychology, 1-16. DOI: 10.1073/pnas.2013833118 Cross-classified models of trainee reactions. DOI: 10.1080/1359432X.2021.1904898 Journal of Applied Psychology. DOI: Joel Lefkowitz 10.1037/apl0000503 Hayes, T. L., Kaylor, L. E., & Oltman, K. A. Lefkowitz, J. (2019). The conundrum of (2020). Coffee and controversy: How applied industrial-organizational Harold Goldstein psychology can revitalize sexual harassment psychology. Industrial and Organizational Charan, R., Barton, D., & Carey, D. (2015). and racial discrimination training. Industrial Psychology, 12(4), 473-478. DOI: People before strategy: A new role for the and Organizational Psychology, 13(2), 117-136. 10.1017/iop.2019.114 CHRO. Harvard Business Review, 93(7/8), 62- DOI: 10.1017/iop.2019.84 71.

2 Exciting Life Events for our Students, Alumni, and Faculty!

Marcus Alexander Oliveira was born Baby Enzo was born on 8/31/2020 to alum, 10/25/2020 to alum, Justina Oliveira. Angela Grotto.

Faculty, Julie Dinh, got engaged to her fiancé, Penelope Violet Larsen was born to current student, Amir Jazayeri, on 4/21/2021. Stefanie Gisler, and husband, Michael, on 5/18/2020.

Current student, Josh Nagel, got engaged to Current student, Alessa Natale, got engaged his betrothed, Franni Bernstein on 2/22/2021. to her fiancé, Danny Whiteley on 8/28/2020. 3 Introducing the 202 0 Ph.D. Cohort Dina Fleyshmakher Ben Goldstein Hi all, I’m Dina! Upon Hi everyone! I graduated graduating from Rutgers from Tulane University University-New Brunswick in 2018, where I majored with a degree in Psychology in Psychology. After and minor in Economics, I graduating, I spent about spent a year assisting with two years in Human research at the Rutgers Resources working for a Center of Alcohol & hospitality group in New Substance Use Studies. As a York City. Throughout New Jersey native, it was important to me to stay near my undergraduate experiences as an I/O intern for New York City. For this reason (and so many more) I the Civil Service Commission of New Orleans and am beyond grateful to be a part of this program. as an HR manager, I have always been driven Currently, I am managing Dr. Yochi Cohen-Charash’s towards the I/O field. I currently work with Dr. Emotions in Organizations Lab. In addition, I am Charles Scherbaum as a research assistant in the working with Dr. Cohen-Charash on my thesis, which Personnel Selection and Employee Assessment Lab. will explore contempt in the workplace. My research I also work with Dr. Scherbaum on my thesis, which interests lie primarily in the areas of leadership, will focus on virtual reality and specific cognitive emotions, persuasion and communication. In my abilities. My current research interests include spare time, I enjoy cooking, reading, listening to personality, selection, and coaching. In my free music, and traveling. time, I enjoy traveling and watching sports.

Chapman Lindgren Annalissa Thomas Ahoy! I graduated from The Hi everyone! My name is University of Georgia in 2020 Annalissa Thomas and I where I majored in am originally from New Psychology and minored in York. I graduated from Health Policy & Macaulay Honors College Management. Currently, I am at Brooklyn College in working in Julie Dinh’s 2020, where I majored in Diversity, Interventions, and Psychology and minored Health Lab. Dr. Dinh also advises my thesis, which in Organizational Behavior. I am currently working will focus on crisis leadership. In the DINH Lab, I in Albert Zhou’s Workplace Mistreatment and assist on projects investigating medical resident Employee Well-Being Lab. My current research selection processes, diversity amongst I/O programs, interests include the work-life interface, employee and elements of supportive design in healthcare well-being, leadership, and selection. My thesis, facilities. In my free time, I enjoy playing with my dog, advised by Dr. Zhou, will focus on leader exploring NYC without my dog, who is scared of loud appreciation and its impact on employee well- noises, football, watching pretty much anything, and being. In my free time, I enjoy exploring new places, reading. doing art, cooking, and spending time with family and friends.

4 Professional Accomplishments

Ph.D. Program Milestones

Thesis Proposal Completed Dissertation Proposed Dissertation Yuliya Cheban | Joshua Nagel Jill Douek Vivian Chou | Annie Kato Ethan Ray | Wiston Rodriguez Manny Gonzalez Irina Kuzmich | Ashley Lee Shivani Shah Rachel Omansky Desmond Leung | Allie Tumminia Erik Pesner Danielle Wald Thesis Defense Ethan Rothstein Alessa Natale | Kajal Patel Casey Smith Comprehensive Examination Nicolette Rainone Paige Alenick | Alessa Natale Kajal Patel | Nicolette Rainone

Professional Accomplishments Alumni Students & Faculty Ayanna Cummings became Director of Diversity + Manny Gonzalez accepted a tenure-track Assistant Inclusion, Compass Group at Microsoft and now Professor position in Seton Hall Unviersity’s Department serves as a Board Member of NBMBAA. of Education Leadership, Management, and Policy . commencing August 2021 Angela Grotto was awarded tenure and promotion to Associate Professor of Management at Manhattan Annie Kato accepted a tenure-track Assistant Professor of College. Management position at Seattle Pacific University commencing September 2021. Kim Barden became Director of Talent Management, WestRock and relocated to Atlanta. Walter Reichmann became a SIOP Fellow.

Marino Mugayar-Baldocchi joined McKinsey & Company’s OrgScience team as a Research Scientist.

MSIO ’20 Graduates Chaya Adams Hajjera Cheema Darina Goulashvili Lauren Levi Nicola Scalise Richard Almanzar Ariel Clemons Alethia Graham Yating Liu Tanvi Shah Yael Altman Sabrina Colmone Joshua Greener Kevin Lovo Matthew Stewart Debra Andersen Naika Daudin Bryan Gross Stephen Machicote Tanya Tanis David Aptekar Emir Deljanin Wenyi Gu Anna Mowry Robert Tudisco Miguel Ataupillco Juliet DeVito Shakeera Hooker Jennifer Munoz Anu Upadhyay Evelyn Bing Mohammad Faraj Gabriella Ienco Alessa Natale Francesca Venuti Connie Cacace Tamara Fuchs Paulina Janowiec Rory O'Gallagher Kannya Wilson Giuseppe Cannova Shu Jian Gao Michael Koodin Andy Oh Tsun Yi Wong Gricet Carter Ricardo Garcia Vazquez Victoria Kui Kui Margaret Park Kaiying Zeng Alena Casey Baila Glogauer Michelle Lally Jonathan Rodriguez Irene Zinnel

5 Notable Awards and Accomplishments

Current Students & Faculty Shivani Shah and faculty member, Albert Zhou won the 2021 SIOP International Research and Collaboration Small Grant.

Albert Zhou won a National Science Foundation (NSF) Gran t to examine Congrats to Baruch College faculty Harold Goldstein, Charles Scherbaum, leader behaviors and experiences across life domains. and alumni Elliott Larson and Rachel Desmond Leung won the SIOP Mary L. Tenopyr Dissertation Scholarship Ryan, who along with Ken Yusko Award. (University of Maryland) received the SIOP M. Scott Myers Award of Kaitlin Busse, Ashley Lee, Kajal Patel, and Liz Weglarz won the Doctoral Applied Research in the Workplace Student Research Grant (DSRG) from the Graduate Cent er. 2021. The team was awarded for their work on Solving the Quarterback Kaitlin Busse, Yuliya Cheban, and faculty member Yochi Cohen-Charash Problem: Using Psychological won the PSC CUNY Research Award. Assessment to Improve Selection Alumni Decisions in Professional Sports. Justina Oliveira won the 2019 Southern New Hampshire University Student Affairs Faculty Partner Award. Read the congratulations from the NFL and from the firm of civil rights lawyer Alumni Elliott Larson, along with faculty members Charles Scherbaum & Harold and project partner Cyrus Mehri. Goldstein won the SIOP-SHRM Human Resource Management Impact Award for Merck & Co.’s General Management Acceleration Program.

Graduate Center Dissertation Year Fellowship Spotlight with Winner, Desmond Leung

You won this award to What are some of the implications you envision and hope this support your dissertation research stream will have in practice? research: “Tell Me a Story: One of the overarching goals of this research is to hopefully Using Narratives to shed light on ways to improve diversity and inclusion (D&I) Reduce Backlash to within organizations. I don’t mean to suggest that simply Organizational Diversity modifying an organization’s diversity messaging strategy will Initiative.” What inspired completely remedy workplace discrimination – a multifaceted you? and systemic issue influenced by larger societal structures. This project was inspired in Having said that, I think this research could help inform effective large part by something I organizational strategies for communicating about diversity kept hearing about in the news – reports about intense initiatives in ways that help foster greater buy-in among negative reactions in response to diversity programs at organizational members. As the societal climate in the United different organizations. The infamous “Google memo” States grows increasingly polarized, the capability to generate written by a disgruntled employee and the surrounding effective diversity messages will likely become increasingly controversy that happened a few years ago is a great important for organizations. example of this. One of my dissertation committee members, Dr. Logan Watts, had recently discussed his Do you have any suggestions for graduate students who want to research on storytelling with me, so an idea occurred to apply for fellowships similar to this? me: Could we use this form of communication (i.e., It might seem like a lot of extra work to apply for fellowships stories or narratives) in an organizational context to because of the writing involved – but it doesn’t have to be! I’d reduce negative reactions to diversity initiatives? recommend using fellowship applications as a way to motivate . yourself to start writing.

6 Faculty Spotlight: Harold Goldstein*

Although some of us may be familiar, tell us more “Be open to new about your research! ideas and other My primary focus is on studying intelligence. Intelligence is such an important construct that captures the capability of approaches to humans to think, integrate, process, solve problems, and gain doing things. I insights. It impacts outcomes that we associate as ‘cognitive’ think that the in nature such as problem solving and learning but it also effects outcomes we think of as ‘non-cognitive’ such as leading interdisciplinary others, building teams, preparing properly, and approach is what understanding the perspectives of others during interpersonal leads to most interactions. break throughs

How do you think the program has changed during in science.” your time with us? The program has definitely changed since I first arrived. Joel What is the most important lesson that you’ve learned Lefkowitz did a wonderful job as the architect of creating this program and laying the groundwork and foundation for what in your career to date? the program could become. The program always had good Be open to new ideas and other approaches to doing things. I balance when it came to the I and O side of the field and that think that an interdisciplinary approach is what leads to most has remained. In addition, I think the program was very break throughs in science. I think you can at times get too collegial and had a positive atmosphere. The students always tunnel vision within your own field, or even just a subset of seemed incredibly close and they were collaborative which I your field, and not see the bigger picture or alternative really value and I think it creates culture that fosters perspectives. I think you can break mental set by being open to development and growth. The biggest change over the past other things and exposing yourself to other perspectives. I two plus decades has been the shift to increase research remember in graduate school at the University of Maryland that productivity. This started with Kristin Sommer who arrived Dr. Robert Zajonc (who was head of my honors thesis class as the year after I did, instituting brown bag research discussions an undergraduate at the University of Michigan) came to speak that encouraged students to present their research and has about his current research and he started off saying he was progressed to dozens of conference presentations and reading a book by a 17th century French physician which led to publications each year. I also think the rigor has increased in his new ideas for psychological research. First I thought - why foundational courses focused on research methods and was he reading some obscure book by a physician – but that is statistics, which helps the students gain key knowledge that how new ideas emerge and that is how real progress in thinking they need. The program still uses a strong science/practice lens occurs. that reflects the I/O field but does so with greater rigor and scientific foundation, which is what is required in both What are you involved in beyond your research and academics and practice. I believe that Charles Scherbaum has teaching? been an outstanding leader in terms of guiding the program Professionally I play an administrative role of running the MS forward and helping it evolve into something really special. in I/O program at Baruch so that takes up time as well. I also spend time consulting in the field which is where much of my What is the most rewarding part of your work? research data comes from. I definitely find a synergy in terms The people I work with which includes my research team, the of my consulting practice and my research – I believe they foster students I get to meet at multiple levels, other persons from and enhance each other. Personally, at least prior to COVID, I our field that I have met over the years and had the spend time with family and friends, enjoy traveling, and have opportunity to collaborate and partner with, and my clients - always had an interest in music and sports. many of whom we have had for decades and are really just wonderful people that we truly love spending time with. I also Any other advice, thoughts, wisdom? love the impact we have had in terms of social change – the I/O psychology is a wonderful field. I am actually more excited focus on diversity. I have always found that particularly and energized about it now and all the possibilities that it rewarding. reflects than I was when I first entered the field.

*Please click here for the unabridged version of this interview 7*This was an abridged version of our conversation with

Post-Doctoral Spotlight: Manny Gonzalez

You are rounding out on a post-doctoral research experience. Can you tell us what that means and “ Be curious. what a day-in-the-life of a post-doc looks like? Each new Sure! A postdoc is a transitional position (typically 1-3 years) that new Ph.D.’s can pursue before finding a more thing you learn permanent role, which provides more time to publish is another tool research and gain experience. They are more common in academia, but I’ve also seen industry postdocs. My in your responsibilities are pretty similar to what most faculty and professional students tend to do: research, teaching, and service (in my case, offering research/statistics workshops). The perk is that toolbox.” there is more autonomy as a postdoc than as a student, and I can work without a thesis or dissertation looming overhead. Tell us more about your current research program and What were some of the highlights from your post- future research goals! doc experience? What was most rewarding? I mostly study emotions and fairness issues at work. My emotions research has generally focused on when and how It has been great to focus on my research and push my work specific emotions – such as envy and boredom – can shape toward publication (it was basically a dissertation marathon employee behavior in favorable and unfavorable ways. My up until my postdoc started). I also enjoyed diving back into fairness research primarily focuses on perceptions of teaching, since it had been a while since I last taught. I was a organizational practices that utilize artificial intelligence and little anxious about the virtual environment at first, but machine learning, which has more recently become a hot-button actually found that there were a lot of opportunities for topic in the field. I’m planning to continue pursuing both of these innovation. Most of all, it was exciting to start a new role as research streams, and will hopefully also extend them to law a Ph.D., though it still feels strange to be called “Dr. enforcement contexts together with my students! Gonzalez”. What is the most important lesson you have learned in Congrats on your recently accepted tenure-track your career to date? professor position! Can you tell us more about it? Loners don’t get very far. Be involved and be willing to put Thank you! I accepted a tenure-track assistant professor yourself out there for other people. A lot of opportunities that position at Seton Hall University in their Department of I’ve had so far came about from helping people with their work, Education Leadership, Management, and Policy (ELMP). I striking up conversations at conferences, volunteering for SIOP will conduct research, teach, and mentor students in the and other professional associations, and more. To that end, strive Police Graduate Studies Program, which focuses on to be someone that other people want to work with. applying leadership, management, and HR principles in law enforcement and other public sector agencies. Most students What advice do you have for current graduate students? in the program typically go on to pursue upper-level • Be curious. Each new thing you learn is another tool in your leadership positions in law enforcement, so I’m excited to professional toolbox. potentially make an impact by teaching and mentoring these students! • Build your network. You never know whose path you’ll cross again and how. Any wisdom to share on the job search process? • Find your niche – such as a knowledge area or skillset – and There is a lot of advice I could give, but here are a few tips. build a reputation around it. People will approach you first First, most schools only want one person, so you will apply when they need someone with that niche. to many places and be rejected from many places. Don’t take • Tailor your graduate work toward developing generalizable it personally, and don’t emotionally invest until the job talk skills. You’re not a consultant/professor/CEO yet, but you stage. Second, leverage your support network: ask faculty for can already start building those competencies as a student advice, practice your job talk with your colleagues (and even (communication, project management, teamwork, your family/friends), and keep your mentors in the loop on leadership, etc.). your progress. Finally, you are more marketable than you think; don’t let imposter syndrome sway you. 8 I-O Ph.D. Alumni Spotlight: Ayanna Cummings

What inspired you to pursue IO psychology? Since I was a young girl of about 9 or 10 years old, I have worked as an apprentice and assistant to my late father, Mr. Arthur Bernard Cummings, Sr., who was a management consultant. Because I had a passion and love for the field of psychology – the study of the mind and behavior truly fascinated me as a child – I decided to couple my passion with entrepreneurship and follow in my dad’s footsteps. When I revealed to my mother what I wanted to undertake, she informed me that she too had completed a fellowship at Illinois Institute of Technology in psychometrics prior to attending law school. I guess it all runs in the family! What other work roles have you held aside from your How did your experiences at Baruch shape your current work? What are your short and long-term career decisions? career goals? Baruch helped me realize that I could be my true self. Rather Immediately prior to my current position, I served as Director than pursue a career that did not excite me, I decided to of Operations and Human Resources for a boutique law firm continue to follow my dream of pursuing a career that truly here in Atlanta, GA. I learned from that experience many enraptured me and made me want to get up to get to work each things, among them meticulous attention to detail and a stick - and every morning – and that is how I landed in my current to-it-iveness that bodes well in my current role. My short term role as Director of Diversity + Inclusion with Compass Group career goal is to be promoted as far and as wide as I can imagine at Microsoft. – in the long term it would be great to be the leader, President, or CEO of a Fortune 500 company! I know that many steps in How did you get into your IO psychology work? my journey will prepare me well for the next chapter in my I did a lot of introspection about my final career choice. A PhD career and life. in I-O gives you a window to a world of possibilities, and it is very easy not to focus in on any one aspect of the vast breadth What were some major projects you take pride in? of knowledge you have after getting the degree. But I realized The most auspicious and prideful of my achievements is that of that I wanted to give back to the community from whence I implementing the Multi-Pronged Approach for complete came in a meaningful way to effectuate change at a deeper cultural transformation at my current company. It has many level. A career in Diversity, Equity, Inclusion, and Justice layers and intricacies, and I’d love to tell you more about it, if afforded me the opportunity to couple my skill sets with this only we had the time. I am publishing a book by late December culturally transformative desire to be an agent of true and 2021 that expounds on the approach and how to implement it much needed change for the greater good of all of our society. effectively if you’re interested It so happens that my mother arranged an internship and contract work for me as a recent college graduate prior to Is there anything we need to do as a profession to entering the PhD program at Baruch. I served as apprentice to prepare to contribute to that world? the seminal diversification management of our time, Dr. R. I believe we have to use our knowledge and influence to create Roosevelt Thomas, DBA. He taught me that diversity, equity, a better living and working environment for all people, inclusion, and justice permeate each and every facet of our multicultural, disabled, older, disadvantaged, immigrants, lives, and that I could be creative in my approach to women, ethnic minorities, Blacks, Indigenous, and People of effectuating change in organizations for all people. Color, and LGBTQIA+. I think we have a responsibility to do so. What advice would you give to early-career IO alumni? “You have what it takes to succeed among If you’re not yet where you desire to be, remain steadfast and the very best and the very brightest. Never dogmatic about achieving your desired goals. Nothing will doubt your own abilities – show up and stop you but you now that you have the Doctoral degree in your tool belt. You got this! demonstrate them!”

9 MSIO Alumni Spotlight: Bridget Hanley

We see that you’re currently in Talent Acquisition “Learning about how at Northwell Health. Can you share a bit more about your role there? companies contribute I am a Talent Sourcing Specialist on the Candidate to employee Engagement & Experience team and focus on finding & engaging talent for our harder to fill positions through motivation during creative sourcing strategies. I also research competitive classes has helped me insights, talent map service lines, partner with recruiters across the system, and collect market insights. My portfolio in choosing what includes specialty nursing & nurse leadership positions companies I work for.” across our 23 hospitals. Aside from sourcing, I frequently present professional development webinars for different career events and school programs, and I recently assisted Can you tell us more about how working in an instructing my first course at Northwell’s Center for organization at the forefront of the COVID crisis Learning and Innovation. affected your work? Staffing requirements increased significantly during the crisis How did your experiences at Baruch shape your not only for our sites and hospitals, but also tents and pop -up career decisions? sites that were being developed for the influx of patients. The TA The classes and professors in our program were engaging team worked extremely hard and quickly adapted to critical and helped confirm that I wanted a career in the industry. needs due the crisis, shifting responsibilities, moving into Learning about what makes an organization successful and different verticals, putting in longer hours, etc. It was a how companies contribute to employee motivation during challenging time, but we knew that adequate staffing was needed classes has helped me in choosing what companies I work to provide the best patient care and ultimately save lives. I for. One of the reasons I really enjoy my current role is believe Northwell’s response to the pandemic and leadership because I believe my internal motivators and beliefs are through the crisis was inspirational and the recognition given to aligned with my company’s culture and mission, another our frontline workers, who are the heart of our organization, lesson learned from my classes. allowed us to attract candidates as an employer of choice.

How did you get into the Talent Acquisition aspect What are some major projects you take pride in? of I/O psychology work? I am a wellness liaison for our TA department and recently One of my first classes in Baruch’s program was Dr. helped implement a podcast club we named “TA Talk.” Each Goldstein’s Staffing course, which I found fascinating and month we choose different podcast episodes related to specific increased my interest in the talent acquisition aspect of the wellness topics for the team to listen to and then meet and encourage discussion, best practices, tips for wellbeing, etc. Our field. I had a background in research from undergraduate work and received an internship after my first semester at an department has been remote for the last year and this has been a executive search firm where I researched & sourced great opportunity for our teams to engage on camera in a less- candidates for the aerospace and defense industry. It was a formal setting. fantastic opportunity to learn about executive recruiting, organizational structures, interview processes, and hiring, What career advice would you give to current I/O grad and gave me the experience for my current role. students? Take advantage of the resources at Baruch! Have your resume What is your favorite memory of the I/O reviewed, complete a mock interview, research opportunities psychology program? through the internal system, subscribe to Elyse Mendel’s emails Time spent with other students in our cohort since everyone – all free and all helpful! Also ensure that your LinkedIn profile was frien dly, helpful, and engaged. Whether it was chatting is built out completely with relevant information for job in the hall before class, walking to trains together, forming opportunities and networking purposes. group study sessions, or meeting at a pub after a test, we always had laughs and great discussion and motivated each other throughout the two years. 10 MSIO Alumni Spotlight: Sarah Tepper

What inspired you to pursue IO psychology? Because of my job, I So, I think I first thought about it when I was in high school “ and taking my AP Psychology course. The textbook had a definitely enjoy few pages dedicated to industrial psychology and I was already interested in business and how people work, but I traveling to new never really knew that you could intersect the two. In places and seeing school, I did think critically for a little bit, but I would say that really going for IO was just blending together my different cultures interest in business and understanding the motivation and learning how behind why people do things. people live.” How did your experiences at Baruch shape your career decisions? What other I/O roles have you held and what are your I think Baruch was great because I got a lot of short-term and long-term career goals? opportunities. I did utilize a career board and applied for I’ve worked in a lot of different industries. I’ve worked in the quick a couple positions through that. Specifically, the two major service food industry, financial services, consulting and I’ve ways was that the classes that I took helped clarify if I was spanned different parts of IO from performance management, interested in something or wasn’t interested in something. employee engagement, and running an internship program. For the I took some courses that I was excited and eager about, but short-term, I’ve been an analyst for over three years, so I’ve loved after doing the papers and work, I found out I wasn’t as to help manage people and put a lot of what I’ve researched and excited about them. But there were courses that I found to what I’ve learned about into practice. I really do believe that the be the exact opposite, where I didn’t really know what was manager has the most potential to shape the employee experience. in store, but then after taking part in the class I really I’m still developing my long-term career goals, however. enjoyed them. What are some projects that you have taken pride in? How did you get into the Talent Management Definitely the internship program! I think it’s really nice to be able aspect of I/O psychology work? to give back and provide guidance and insights for people early on Currently, I work at JetBlue doing Talent Management. in their careers. I wasn’t that much older than them, so I think I can Through my experiences, I began to really understand why provide some really good information and a good program for people leave companies and why people stay at companies them. I’m able to relate, but also able to provide foreshadowing tips. what’s really important to employees when they select a place of where they work and where they stay. I really do What career advice would you give to current grad believe investing in people’s career development and students? providing proper resources and time, in addition to My career advice would be to never shy away from an opportunity showing people that they are more than a cog in a wheel and do all you can to learn more about the field you’re interested does lead them to stay longer. If you develop high in. Do not look so much in the short-term in terms of your position potentials and you show how important they are to your but think about what can make and build your career. You might company, they’ll have less of a chance of leaving. Thereby, not get your dream job right away but think about what jobs can this will increase and improve your bottom line. lead you to your dream job.

What is your favorite memory of the I-O What role do you visualize psychologists playing in the psychology program? business world in the future? Really, my cohort. They were essential—I got so many job A lot of that is going to look at the future of work and what it’s going interviews and job offers just from networking with the to look like in a post COVID experience. I think a lot of companies people that I was with. Some of them are still my close are approaching a hybrid model, so how do you engage employees friends that I speak to today! Your cohort really makes or in the same or different ways through a virtual environment? How breaks your experience since we have a lot of team do you make sure employees feel committed to an organization? assignments.

11 MSIO Alumni Spotlight: Kevin Blake

What inspired you to pursue IO psychology? “You really never know I finished undergrad and I was intending to go to law school. After mulling it over the summer, I decided that probably where an opportunity is was not the best career move for me. So, I spent some time going to arise, so you working in operations for a charter school network until I need to connect with figured things out. It was really that experience of working in that charter school that awakened me to searching for people. Building a brand career opportunities in IO. In that school system, there was for yourself is really low morale, poor training, inadequate leadership, and high important and be able to attrition. Ultimately, it wasn’t really operating well. I did some research looking into graduate programs that would network and have help improve the kind of the workplace experience and resources for you to be ended up finding IO psychology. So, for me, IO is important able to tap into.” in how we can use it to impact work situations. Given my experience, being able to apply IO and help improve How did you get into your current work at Citibank? workplace conditions is what I enjoy and hold near and dear I work at Citibank in learning and development. I work in a to me. group called ICG, which is one of the three major groups within Citi. In my first year, I did a talent acquisition internship, an HR How did your experiences at Baruch shape your internship, and an internship that was focused on talent and career decisions? work development, specifically learning in the talent assessment I came in with the mindset that I was going to network and process. From there, I had a sense of what I enjoyed and what I ensure that education was not going to be the only thing that didn’t enjoy. I thought from these three internships that the best I would focus in on. What I found at Baruch was that path for me was learning, so I was looking for roles in learning everyone was very friendly and willing to lend a hand if as a next step. I worked in a law firm and then reached out to a they could. Baruch was very big on making sure people former classmate who referred me to Citibank. understood what happened outside of the classroom. Professors brought in a lot of their work experiences and What are your short and long-term career goals? how they used what we were talking about in class in their As an immediate next step, I want to become a full-term learning day-to-day work. I spent a lot of time at information sessions consultant. At Citi, there are different roles—junior, lead, and from career services. I felt that Baruch did provide enough senior. I am working towards the lead position as a short- term opportunities for me to get a sense of what my career path goal for the next year. Then long-term, I want to get into HR could be after graduation. strategy or organizational change. I think the reason that is, is that from my experience, I’m seeing the impact that learning has What are some projects that you take pride in? on meeting the goals and I want to assess what those goals are At work, I’m working on designing a learning strategy for and what the needs are for individuals to meet those goals. I want to learn how to work with my HR partners to be able to the groups that I’m covering. So, what’s really interesting about it is that because we’re taking data from the talent complete that. review cycle and shaping our programs and initiatives around what we’re hearing from the business leaders are What role do you visualize psychologists in general concerns and challenges for them. It’s been really interesting playing in the business world in the future and is there to put together a framework that supports the needs of the anything we need to do as a profession to prepare to business. contribute to that world? I think we need to get comfortable speaking up and speaking What career advice would you give to current IO out. I’ve worked in organizations where there is not a seat at the grad students? table for someone who works in IO or someone who has that Networking—that is probably the most important thing. I kind of degree. So, it’s important to show the value that you have gone to school with people that are in the same role bring and that happens in your day-to-day interactions. I think that’ve been in for four to five years now and I have gone to every interaction is an opportunity to show what you do and school with people that are in amazing IO roles and the how you’re great at it. reason for that is their network. 12 SIOP 2021 Presentations

Posters Li, A., & Zhou, Z. E. (2021, April). Latent profiles of employee Alenick, P., Zhou, Z. E., von Bonsdorff, M., Spector, P. E., & work-family centrality and their correlates. Poster Paper Vanhala, S. (2021, April). High-involvement work practices presented at the 36th Annual Conference of Society for and employee musculoskeletal disorders: A serial mediation Industrial and Organizational Psychology, New Orleans, LA. model. Poster Paper presented at the 36th Annual Conference Li, A., & Zhou, Z. E. (2021, April). Target-specific of Society for Industrial and Organizational Psychology, New psychological guilt mediating effects of work-family conflict. Orleans, LA. Poster Paper presented at the 36th Annual Conference of Busse, K. A., Weglarz, E., Rodriguez, W. A., Che, X. X., & Society for Industrial and Organizational Psychology, New Zhou, Z. E. (2021, April). When home stress translates to Orleans, LA. work: The impact of home conflict on employee silence. Natale, A., Lindgren, C., Dinh, J. V. (2021, April). Creating Poster Paper presented at the 36th Annual Conference of space for care: Enhancing patient-centered outcomes with Society for Industrial and Organizational Psychology, New supportive design. Poster presented at the 36th Annual Orleans, LA. Meeting of the Society of Industrial and Organizational Grotto, A. R.* & Mills, M. J. (2021, April). Was that really Psychology, New Orleans, LA. necessary? Illegitimate interruptions from work as Patel, K. & Scherbaum, C. (2021, April). Tweet Tweet Read impediments to next-day restfulness through diminished All About It: The Impact of Social Media on Performance end-of-day work-to-family enrichment: “Facework” as a Appraisals. Poster presented at the 36th Annual Conference moderator. Paper presented at the 36th Annual Meeting of of Society for Industrial and Organizational Psychology, New the Society for Industrial and Organizational Psychology, Orleans, LA. New Orleans, LA. Rainone, N. A. & Watts, L. L. (2021, April). Do perceptions of Kayga, L., Weglarz, L., & Watts, L. (2021, April). Will old relocating applicants differ by gender and/or dual-career habits die hard? An outlook on leadership development. The status? Poster presented at the 36th annual conference of the 36th Annual Conference of the Society of Industrial Society for Industrial/Organizational Psychology, New Organizational Psychology, April 2021. New Orleans, Orleans, LA. Louisiana. Rainone, N. A., Natale, A. N., Alenick, P. R., Kato, A., Patel, Lee, P. J., Leung, D. W., Natale, A. N., Gray, B. E., Gu, H.*, & K. R., Steele, L. M., & Watts, L. L. (2021, April). Review of Watts, L. L. (2021, April). Who plays the lead(er)? A popular-press claims about organizational creativity and historiometric analysis of leadership diversity in films. Poster innovation. Poster presented at the 36th annual conference of presented at the 36th annual meeting of the Society for the Society for Industrial/Organizational Psychology, New Industrial and Organizational Psychology, New Orleans, LA. Orleans, LA. Lee, S., Kato, A. E., & Sommer, K. (2021, April). Coping with Ray, E., Che, X. X., & Zhou, Z. E. (2021, April). Passive Success: Effects of Coworker Relationship Quality on leadership as a predictor of turnover intention via job Outperformer. (Poster presented at the 36th annual conference insecurity. Poster presented at the 36th Annual Conference of of the Society for Industrial and Organizational Psychology, Society for Industrial and Organizational Psychology, New New Orleans, LA. Orleans, LA. Leone, J.* & Sommer, K. (2021, April). New Tower of Babel: Rodriguez, W. A., Weglarz, E., Busse, K. A., Che, X. X., & Probing the Antecedents and Consequences of Linguistic Zhou, Z. E. (2021, April). Family-to-work conflict and Ostracism. Poster presented at the 36th Annual Conference of incivility: The role of affect and supervisor behaviors. Poster Society for Industrial and Organizational Psychology, New Paper presented at Annual Conference of Society for Orleans, LA. Industrial and Organizational Psychology, New Orleans, LA. Leung, D. W., Rainone, N., & Alenick, P. R. (2021, April). Does signaling change explain the glass cliff effect for Black Bolded names denote current Baruch students and/or women leaders? Poster presented at the 36th annual meeting faculty of the Society for Industrial and Organizational Psychology, *- Names with an asterisk denotes Baruch alumni New Orleans, LA.

13 SIOP 2021 Presentations

Smith, C.* (2021, April). Gender differences in personality: An Gisler, S., & Zhou, Z. E. (2021, April). Break-need fit: A new item-level analysis. Poster presented at the 36th Annual way to assess in-work recovery. Symposium Paper presented Conference of Society for Industrial and Organizational at the 36th Annual Conference of Society for Industrial and Psychology, New Orleans, LA. Organizational Psychology, New Orleans, LA. Valentine, A., Yusko, K., Larson, E., & Goldstein, H. (2021, Gonzalez, M. F. (2021, April). B-B-B-Bad to the Bored: April). Impact of an assessment-based global leadership Examining Reactions Toward Subordinate Expressions of development program. Paper presented at the 36th annual Boredom. In P. Alenick, S. Lee, Y. Cohen-Charash, & D. conference of the Society of Industrial and Organizational Fleyshmakher (Chairs), Got a Bad Reputation: Better Psychology, New Orleans, LA. Understanding Socially Undesirable Emotions. Symposium presented at the 36th Annual Conference of the Society for Wang, W., Li, J., Kobayashi, V., & Yang, J. (2021, April). Industrial & Organizational Psychology, New Orleans, LA. Comparative Sentiment Analysis of Online Employee Reviews in All Industry Sectors. Poster presented at the 36th Larson, E., & Goldstein, H. (2021, April). The Drive to Learn: Annual Conference of the Society for Industrial and Developing Talent in Sports Using I-O Principles. In E. Organizational Psychology, New Orleans, LA. Heggestad’s (Chair) Talent Management in Elite Sports: Using an I/O Lens. Symposium conducted at the 36th Annual Wax, A., Rodriguez, W. A., & Ascencio, R. (2021, April). Conference of the Society for Industrial and Organizational Spilling Tea at the Water Cooler: A Meta-Analysis on Psychology, New Orleans, LA. Workplace Gossip. Poster presented at the 36th Annual Conference of Society for Industrial and Organizational Pineault, L., Alenick, P., Dickson, M., Scherbaum, C., Alber, Psychology, New Orleans, LA. M., Crenshaw, J., & Bellenger, B. (2021, April). Race-based differences in the police candidate anxiety- interview Weglarz, E., Kayga, L., & Watts, L. L. (2021, April) Taking performance relationship. In S. Howe’s Investigating Stock of Theory in Leadership Development: A Consilience Discriminatory Behaviors in Employment Interviews. Analysis Approach. Poster presented at the 36th Annual Symposium at the 36th annual conference of the Society for Conference of Society for Industrial and Organizational Industrial/Organizational Psychology, New Orleans, LA. Psychology, New Orleans, LA. Shah, S., Nagel, J., Thomas, A., Che, X. X., Zhou, Z. E. (2021, Symposia April). “Why did I have to do that?”: Exploring passive Alenick, P. R., Lee, S., Fleyshmakher, D., & Cohen-Charash, leadership’s effects on illegitimate tasks and employee job Y. (2021, April). Chairs of Got a bad reputation: Better attitudes. Symposium at the 36th annual conference of the understanding socially undesirable emotions. Symposium Society for Industrial/Organizational Psychology, New presented at the 36th Annual Conference of the Society for Orleans, LA. Industrial & Organizational Psychology, New Orleans, LA. Sommer, K.L. (2021, April 15 - 17). Discussant. In C. Lui Brandt, O. S., Englund, M., Justenhoven, R., Gonzalez, M. F., (Chair), The Political Antecedents of Workplace Ostracism & Tschöpe, N. (2021, April). Automated Linguistic Analysis and Employees' Emotional Labor. Symposium at the 36th to Predict Personality in Asynchronous Video Interviews: A Annual Conference of Society for Industrial and Pioneer Study. In N. Tschöpe & O. S. Brandt (Chairs), Organizational Psychology, New Orleans, LA. Asynchronous Video Interviews Today – Artificial Intelligence Analysis Tomorrow? Symposium presented at the 36th Annual Yusko, K., Scherbaum, C., & Goldstein, B. (2021, April). Conference of the Society for Industrial & Organizational Using Psychological Assessments to Predict Player Psychology, New Orleans, LA. Performance in the NFL. In E. Heggestad’s (Chair) Talent Management in Elite Sports: Using an I/O Lens. Symposium Fila, M.J., Baethge, A., Che, X., Grotto, A.R.*, Kern, M.*, Mills, conducted at the 36th Annual Conference of the Society for M.J., Nagel, J., Semmer, N.K., Shah, S., Thomas, A., & Zhou, Industrial and Organizational Psychology, New Orleans, LA. Z.E. (2021, April). Illegitimate tasks and stressors: New knowledge of processes and boundaries. Symposium Bolded names denote current Baruch students and/or presented at the 36th Annual Conference of the Society for Industrial & Organizational Psychology, New Orleans, LA. faculty *- Names with an asterisk denotes Baruch alumni

14 SIOP 2021 Presentations

Panels Scherbaum, C. (2021, April). Panelist in H. Kell’s Non-G- Baran, B., Coppins, T., Dinh, J. V., & Shuffler Porter, M. Ocentric models of cognitive abilities and their relevance to I- (2021, April). In M. Crayne (Chair), Leadership in times of O psychology. Alternative session at the 36th annual crisis: Discoveries, reflections, and lessons for the future. conference of the Society for Industrial/Organizational Panel presented at the 36th Annual Conference of the Society Psychology, New Orleans, LA. for Industrial and Organizational Psychology, New Orleans, Master Tutorials LA. Cheban, Y., Kayga, L., Scherbaum, C., & Hanges, P. (2020, April). Opportunities in I-O research utilizing eye-tracking Cheban, Y., Ray, E., & Scherbaum, C. (2021, April). Video methodology. Master Tutorial at the 36th Annual Conference Interviewing: A Best Practices Discussion. Panel discussion at of the Society of Industrial Organizational Psychology, April the 36th Annual Meeting of the Society of Industrial and 2021. New Orleans, Louisiana. Organizational Psychology, New Orleans, LA. Dinh, J. V. (2021, April). Funding your way: The NSF GRFP Chou, V. P.* (2021, April). Panelist in Y. Cheban, E. Ray, & C. and graduate student fellowships. Master tutorial presented Scherbaum's (Chairs) Video Interviewing: A Best Practices at the 36th Annual Meeting of the Society of Industrial and Discussion. Panel discussion at the 36th Annual Conference Organizational Psychology, New Orleans, LA. of the Society of Industrial and Organizational Psychology, New Orleans, LA. Bolded names denote current Baruch students and/or Gonzalez, M. F., Justenhoven, R., Martin, N. R., Shirase, L. faculty (2021, April). Humanistic machines: Artificial Intelligence and *- Names with an asterisk denotes Baruch alumni Fairness in Employee Selection. Sessions chairs. Panel discussion at the 36th Annual Conference of the Society of Industrial and Organizational Psychology, New Orleans, LA. Knapp, D., Lefkowitz, J., & Blackman, G. (2021, April). Update and Discussion of the APA Ethics Code Revision Effort. Panel discussion at the 36th Annual Conference of the Society of Industrial and Organizational Psychology, New Orleans, LA. Alternative Sessions Hu, X., Santuzzi, A. M., Dickson, M. W., Glazer, S., Jang, S., Abraham, E., Atoba, B., Chackoria, J., Della Pona, C. M., Gómez Ornelas, S., Iverson, N., Lee, S., Panton, K., Solis, L. (2021, April). International students in I/O Psychology: Sharing experiences and providing support. Alternative session presented at the 36th annual Conference of Society of Industrial and Organizational Psychology, New Orleans, LA. Knapp, D.J. & Lefkowitz, J. (2021, April). Update and discussion of the APA Ethics Code revision effort. Alternative session presented at the 36th Annual Conference of Society for Industrial and Organizational Psychology, New Orleans, LA. Lisina, A., Islam, S., Roman, J. R., DePatie, T. P., Leach, K., Falcon, C. N., Gray, B. E., Kuzmich, I., Leung, D. W., & Silva, C. (2021, April). Living la vida virtual: Searching, selecting, & surviving virtual internships. Alternative session presented at the 36th annual meeting of the Society for Industrial and Organizational Psychology, New Orleans, LA.

15 Other Presentations

Recent *Knudsen, E.A. (2021). Employees are Happy — and Burned Andreassi, J. K., Grotto, A. R.*, Lawter, L., Rua, T., & Out. What to do About it. HR.com. Link to Presentation. Thompson, C. (2021). The impact of the Department of Labor’s *Komaki, J.L. & Tuakli-Wosornu, Y. A. (2021). Using carrots work-family benefits on work-family outcomes: Building a not sticks to cultivate a culture of safeguarding in sport. business case. Paper presented at the Work and Family Frontier Sport Active Living, Link to Presentation. Researchers Network 5th Biennial Conference (virtual). *Markus, K. A. (2020). Panelist in Validity Evidence Based Busse, K., Zhou, Z. E., & Shi, Y. (2020). Your phone exhausts on Testing Consequences moderated by Debbi Bandalos. me: Crossover effects of voluntary ICT use on spouses’ well- 51st Annual Meeting of the Northeastern Educational being. Symposium Paper presented the annual meeting of the Research Association. nera-education.org. Southern Management Association, St. Pete Beach, FL. *Markus, K. A. (2020). Counterfactual conditionals and Cohen-Charash, Y., & Gonzalez, M. F. (2020). Loaded causal effects. Convention of the American Psychological Language: Terminology Influences Attitudes Toward Emotions and Association. apa.org. People Expressing Them. Paper accepted for presentation at the 80th annual meeting of the Academy of Management. *Markus, K. A. (2020). Non-causal determination: Implications for causal explanation and causal modeling. Cummings, A.* (2021). Effacing Bias and Discrimination in International Meeting of the Psychometric Society. Artificial Intelligence Systems. A Conference Presentation psychometricsociety.org. presented at Northwest Regional Equity Conference. *Redmond, B.F. (2020). The Skills to Pay the Bills: Evidence- Cummings, A.* (2021). Creating Inclusive Online Learning based Leadership Skills. Talk given during 2020 Non- Environments that Advance Pedagogy & Andragogy. A traditional Student/Adult Learner Week. University Park, Conference Presentation presented at PA. eLCC/NWeLearn/NWMET Conference. *Redmond, B.F. (2020). Proactive or Reactive? Become an Dinh, J. V., & Kayga, L. (2021). Leading teams. Workshop Adaptive Leader. Talk given at 2020 World Campus Student presented as part of the Team Science Skills Workshop Series Leadership Conference. University Park, PA. to the Georgia Clinical and Translational Science Alliance. *Redmond, B.F., Trahan, K., & Williams, J. (2020). Getting Goldstein, H., Scherbaum, C., Yusko, K., & Larson, E. (2021). Real: Online Leadership Assessment Center. Talk given at Assessing and developing talent: lessons learned from the the Virtual Management & Organizational Behavior NFL Project. Invited talk at the New York Metropolitan Teaching Society Conference. Myrtle Beach, SC. Association of Applied Psychology. Zhang, H., Zhou, Z. E., Shi., & Liu, Y. (2020). Too depleted Goldstein, H., Yusko, K., & Larson, E. (2021). Achieving to control yourself? Effect of customer mistreatment on diversity and validity using modern perspectives on assessing after-work impulsive behaviors through self-control intelligence. Paper presented at the Innovations in Testing depletion. Symposium Paper presented at 2020 Annual conference of the Association of Testing Publishers, Virtual Meeting of Academy of Management, Vancouver, BC, Conference. Canada. Gonzalez, M. F., Cohen-Charash, Y., & Busse, K. (2020). Upcoming Psych'ed Up for Business School: Preparing I-O Psychologists for Busse, K., Rodriguez, W.A., Gonzalez, M. F., & Cohen- Business School Careers. Session chairs. Professional Charash, Y. (2021, August). Chairs. Psych'ed Up for development workshop conducted virtually at the 80th annual Business School: Preparing I-O Psychologists for Business meeting of the Academy of Management. School Careers. Professional Development Workshop to be Gonzalez, M. F., Justenhoven, R., Lobbe, C., Liu, W., Shirase, conducted at the 81st annual meeting of the Academy of L., Tomczak, D. L., & Martin, N. R. (2020). The Human Touch: Management, Virtual. Reactions to AI-based, Human-based, and Mixed Selection Processes. In O. S. Brandt (Chair), Artificial Intelligence in Bolded names denote current Baruch students and/or Recruitment – A Closer Look. Symposium paper accepted for faculty presentation at the 12th annual meeting of the International *- Names with an asterisk denotes Baruch alumni Testing Conference, Belval, Luxembourg. (Conference cancelled) 16 Other Presentations

*Cummings, A. & Thomas, R. (2021, August). Effacing Bias & *Markus, K. A. (2021, July). Causation, counterfactuals Discrimination in Artificial Intelligence Systems - C.R.E.A.T.E. and psychometrics: Rubin, Lewis and Pearl revisited. (R). A Conference Presentation to be presented at American International Meeting of the Psychometric Society. Psychological Association Annual Convention. psychometricsociety.org Gonzalez, M. F., Cohen-Charash, Y., Chiem, S., & Tilwani, M. Williams, J., *Redmond, B.F., & Trahan, K. (2021). Getting (2021, August). Battling Boredom: Identifying How People Real: Online Leadership Development Institute. Talk to Behave Toward Bored Employees. In M. F. Gonzalez, E. be given at 2021 Teaching and Learning with Technology Weglarz, & Y. Cohen-Charash (Chairs), Connected by Emotion: Symposium. University Park, PA. How Emotions Shape and are Shaped by Interactions at Work. Symposium paper to be presented virtually at the 81st annual meeting of the Academy of Management. Bolded names denote current Baruch students and/or faculty Gonzalez, M. F., Weglarz, E., & Cohen-Charash, Y. (2021, *- Names with an asterisk denotes Baruch alumni August). Connected by Emotion: How Emotions Shape and are Shaped by Interactions at Work. Session chairs. Symposium to be conducted virtually at the 81st annual meeting of the Academy of Management.

2020-2021 | Masked, Vaccinated, and Zoom’d Socialization!

17 Recent Publications

Agans, J. P., Maley, M., Rainone, N. A., Cope, M., Turner, A., Kato, A. E. (2020). Teaching I-O psychology for the greater Eckenrode. J., & Pillemer, K. (2020). Evaluating the evidence for good. Industrial-Organizational: Perspectives on Science and youth outcomes in 4-H: A scoping review. Children and Youth Practice, 13, 528-531. Services Review, 108, 1 – 12. Kuzmich, I. & Scherbaum, C. (in press). Identifying faking Altizer, C., Ferrell, B., & Natale, A. N. (2020). Mindfulness and on forced-choice personality items using mouse tracking. personality: More natural for some than others. Consulting Personnel Assessments and Decisions. Psychology Journal: Practice and Research. Advanced online Landy, J. F., Jia, M., Ding, I. L., Viganola, D., Tierney, publication. https://doi.org/10.1037/cpb0000189 W., . . . Uhlmann, E. L., [and 186 others, including Leung, Borenstein, M., Hedges, L. V., Higgins, J. P. T., & *Rothstein, H. D.W.] (2020). Crowdsourcing hypothesis tests: Making R. (2021). Introduction to Meta-Analysis (2nd Edition). Chichester, transparent how design choices shape research results. UK: Wiley & Sons. Psychological Bulletin, 146(5), 451–479. https://doi.org/10.1037/bul0000220 Cohen-Charash, Y., & Gibson, D. E. (2020). Review of the book [social functions of emotion and talking about emotion at work, Lee, P. J., Rainone, N., Aiken, J. R., Dickson, M., edited by D. Lindebaum, D. Geddes, & P. J. Jordan]. Academy of Scherbaum, C., Chen, T., & Hanges, P. J. (2020). Where are Management Learning and Education, 19(1), 114–116. they now? Re-examining the migration of I-O psychologists to business schools. The Industrial- Crusius, J., Gonzalez, M. F., Lange, J., & Cohen-Charash, Y. Organizational Psychologist, 57(4). (2020). Envy: An Adversarial Review and Comparison of Two Competing Views. Emotion Review, 12(1), 3-21. Lee, S., Zhou, Z. E., Xie, J., & Guo, H. (2021) Work-related https://doi.org/https://doi.org/10.1177/1754073919873131 [Equal Use of Information and Communication Technologies author contribution] After Hours and Employee Fatigue: The Exacerbating Effect of Affective Commitment. Journal of Managerial Dinh, J. V., Reyes, D. L., Kayga, L., Lindgren, C., Feitosa, J., & Psychology. Salas, E. (2021). Developing team trust: Leader insights for virtual settings. Organizational Dynamics, 100846. Lefkowitz, J. (in-press). Forms of ethical dilemmas in Industrial-Organizational psychology. Industrial and Dinh, J. V., Schweissing, E., Venkatesh, A., Traylor, A., Organizational Psychology: Perspectives on Science and Kilcullen, M., Perez, J. A., & Salas, E. (In press). The study of Practice (focal article). teamwork processes within the dynamic domains of healthcare: A systematic and taxonomic review. Frontiers in Communication. *Markus, K. A. (2020). On epistemic violence in psychological science. Theory and Psychology, 30, 478-482. Donner, J., *Guglielmo, F, and Palsule, S. (In Press). The Journey https://doi.org/10.1177/0959354320914968 to Leadership Agency. Dialogue Q4 2021. *Markus, K. A. (2021). Causal effects and counterfactual Ellison, L., McClure Johnson, T., Tomczak, D., Siemsen, A., & conditionals: Contrasting Rubin, Lewis and Pearl. Gonzalez, M. F. (2020). Game On! Exploring Applicant Economics and Philosophy, 1-21. DOI: Reactions to Game-based Assessments. Journal of Managerial 10.1017/S0266267120000437 Psychology, 35(4), 241-254. DOI: https://doi.org/10.1108/JMP-09- 2018-0414 *Markus, K. A. (2021). Philosophical methodology and axiomatic measurement theory: A comment on Uher Gonzalez, M. F., Walle, E. A., Cohen-Charash, Y., & Shields, S. (2021). Journal of Theoretical and Philosophical Psychology, A. (2020). Editorial: How Everyday Emotion Beliefs Influence 41(1), 85–90. https://doi.org/10.1037/teo0000178 Emotion Processes and Emotion Theory. Frontiers in Psychology, 11(2819). Martin, N. R., *Capman, J. F., Boyce, A. S., Morgan, K., Gonzalez, M. F., & Adler, S. (2020). New Frontiers in *Grotto, A. R. & Andreassi, J. K. (2020). Mix it up? The influence Cognitive Ability Testing: Working Memory. Journal of of team composition on employee perceptions ofstressors in a Managerial Psychology, 35(4), 193-208. post-merger environment. Journal of Applied Behavioral Science. Bolded names denote current Baruch students and/or faculty *- Names with an asterisk denotes Baruch alumni

18 Recent Publications

McCaslin-Rodrigo, S., Becket-Davenport, C., Dinh, J. V., Lasher, Sommer, K. L., Nagel, J. A., & Williams, K. D. (2021). B., Kim, M., Choucroun, G., Herbst, E. (In press). Military Ostracism applied to the workplace. In C. Liu & J. Ma acculturation and readjustment to the civilian (Eds.), Workplace Ostracism: Its Nature, Antecedents, and context. Psychological Trauma. Consequences (pp. 1–34). Springer International Publishing. https://doi.org/10.1007/978-3-030-54379-2_1 Nagel, J.A., Patel, K. R., *Rothstein, E. G., & Watts, L. L. (2020) Unintended consequences of performance incentives: Spencer, S.M., *Oliveira, J.M., Ruben, M.A., Blais, C., & impacts of framing and structure on performance and Nugent, L.A. (2021). Interdisciplinary education as a route cheating. Ethics & Behavior, DOI: 10.1080/10508422.2020.1813143 to promoting psychology across occupations. In N. J. Ciarocco, M. Sawhney, & J. E. Westfall (Eds.), Essays from *Oliveira, J.M. (2020). Teaching I-O psychology: Interwoven Excellence in Teaching (Vol. 20, pp. 1-4). Retrieved from the ethics and integrated examples. Industrial and Organizational Society for the Teaching of Psychology Web site: Psychology: Perspectives on Science and Practice, 13(4), 471-473. http://teachpsych.org/ebooks/eit2021/index.php DOI: https://doi.org/10.1017/iop.2020.77 Tremblay, A., *Oliveira, J.M., & Pinard, K. (in press). *Oliveira, J.M. (2021). How to illicit curiosity and deeper Acceptance of transgendered veterans in social settings: learning through poetry in psychology courses. In N. J. Ciarocco, An experimental study. Psi Chi Journal of Psychological M. Sawhney, & J. E. Westfall (Eds.), Essays from Excellence in Research. Teaching (Vol. 20, pp. 1-4). Retrieved from the Society for the Teaching of Psychology Web site: Watts, L. L., Gray, B., & Medeiros, K. E. (in press). Side http://teachpsych.org/ebooks/eit2021/index.php effects associated with organizational interventions: A perspective. Industrial and Organizational Psychology: Olson-Buchanan, J. B., Poteet, M., Kuzmich, I., & Moran, L. Perspectives on Science and Practice. (2021). SIOP–UN Short-Term Projects: Sounding Boards and Literature Reviews. The Industrial-Organizational Psychologist, Watts, L. L., Kuzmich, I., Leung, D. W., Gibson, C., & 58(4). Barsa, A. (2021). Impression management and overclaiming on job applications: Related to future sales Pindek, S., Zhou, Z. E., Kessler, S., Krajcevska, A., & Spector, P. performance? International Journal of Selection and E. (2020). Work days are not created equal: Job satisfaction and Assessment, 29(1), 134– job stressors across the workweek. Human Relations. 138. https://doi.org/10.1111/ijsa.12310 Rainone, N. A., Watts, L. L., Mulhearn, T. J., McIntosh, T. J., & Watts, L. L., McIntosh, T. J., Gibson, C., Mulhearn, T. J., Medeiros, K. E. (2020). The impact of happy and sad affective Medeiros, K. E., Mecca, J. T., & Cohen-Charash, Y. (2020). states on biases in ethical decision making. Ethics & Behavior, 1- Mild affective shifts and creativity: Effects on idea 17. generation, evaluation, and implementation planning. The *Redmond, B.F. (2020). Liderazgo de equipo compartido de un Journal of Creative Behavior, 54(4), 985-1001. programa online | Shared team leadership for an online https://doi.org/https://doi.org/10.1002/jocb.427 program. Revista Española de Pedagogía, 78(275), 89-100. doi: Watts, L. L., *Rothstein, E., & Patel, K. (2020). Multiple https://doi.org/10.22550/REP78-1-2020-04 pathways to studying outstanding leadership: It is time to Reichman, W*., Carr,S.C.(2020) from human rights to human expand the methodological toolbox. In S. Hunter and J. resources: tools for Humanitarian Work Psychology, In Lovelace (Eds.) Charismatic, Ideological, and Pragmatic Rubin,Neal.S., Flores,Roseanne.l. Psychology and Human Rights. Leadership (pp. 48-77). Taylor & Francis. Cambridge. Zhang, H., Zhou, Z. E., Shi., & Liu, Y. (in press). Too Rodriguez, W. A., Cheban, Y., Shah, S., & Watts, L. L. (2020). depleted to control yourself? Effect of customer The general factor of personality and creativity: Diverging mistreatment on after-work maladaptive behaviors effects on intrapersonal and interpersonal idea through self-control capacity impairment. Applied evaluation. Personality and Individual Differences, 167, 110229. Psychology: An International Review. Shah, G., Pingali, S., *Grotto, A. G. (2020). Reviving the One Woman Campaign – Addressing a clogged leadership pipeline. Bolded names denote current Baruch students Case Research Journal, 40(1), 1 – 16. and/or faculty *- Names with an asterisk denotes Baruch alumni 19 Recent Publications

Zhang, H., Zhou, Z. E., Ma., H., & Tang, H. (2020). Customer- Zhou, Z. E., Che, X. X, & Rodriguez, W. A. (2020). Nurses’ initiated support and employees’ proactive customer service experiences of workplace mistreatment. In Handbook of performance: A multilevel examination of proactive motivation Research on Stress and Well-Being in the Public Sector. Edward as the mediator. Applied Psychology: An International Review. Elgar Publishing. Zhou, Z. E., Che, X. X, & Rainone, R. A. (2021). Workplace Zhou, Z. E., Eatough, E. M., & Che, X. X. (2020). Effect of ostracism and employee prosocial and antisocial organizational illegitimate tasks on work-to-family conflict through behaviors. In C. Liu & J. Ma (Eds.), Workplace ostracism: Its nature, psychological detachment: Passive leadership as a antecedents, and consequences (pp. 133-157). Cham, Switzerland: moderator. Journal of Vocational Behavior, 121, 103463. Palgrave Macmillan.

Summer “Watch & Listen” List

We hope that you’re able to take some time to rest and restore during the summer months. The Newsletter Team has curated a list of our favorite I/O related podcasts to keep you engaged as you soak up some sun!

I/O Podcast Recommendations

Healthy Work Podcast with Keaton Fletcher & Maryana Arvan WorkrBeeing with Patricia Grabarek & Katina Sawyer

Department 12: Everything I-O Psych with Ben Butina WorkLife with Adam Grant

Bias CheckIn with Susana Gómez Ornelas & Claudia Della Pona Dare to Lead with Brene Brown

Quantitude with Patrick Curran & Greg Hancock The Empathic Workplace with Katharine Manning

The GIG with Bama Athreya How’s Work with Esther Perel

I/O Soapbox by Alee Karim & Agnes Szelag The Indigo Podcast with Ben Baran & Chris Evertt

Diversity Matters with Oscar Holmes IV TyePod with Tianna Tye

Lead From the Heart with Mark C. Crowley WorkMinded

I/O Twitter Follow Recommendations I/O Instagram Follow Recommendations

• @LouisTaySC • @mymommyisanorgpsych

• @iocoffeehouse • @blacksinio

• @lisa_kath • @latinosiniopsychology

• @iopsychology • @iocoffeehouse

• @IOSyIslam • @iopsychmemes

• @orgpsych

I/O LinkedIn Follow Recommendations • @workrbeeing

• I/O Coffee House • @crazymgmtconsultants

• Latinos in I-O Psychology • @work_psych

20 Thanks for catching up with us!

2021